Remuneration to the
executive leadership team
Hexatronic strive to offer total compensation at market rates to facilitate the recruitment and retention of qualified senior executives. Remuneration from Hexatronic should be based on the principles of performance, competitiveness and fairness. Remuneration to senior executives consists of fixed remuneration, variable remuneration, share and share price-based incentive programmes, pension and other benefits.
It must be possible to measure whether or not the criteria for variable cash payments have been met over a period of one year. Variable remuneration shall be linked to predetermined, quantifiable criteria, established with the aim of promoting the company’s longterm value creation.
Hexatronic’s remuneration guidelines encompass the remuneration to the executive management of Hexatronic Group AB (publ).
Long-term Incentive programs
The Annual General Meetings of Hexatronic have resolved to implement long-term incentive programs in the form of a performance-based share savings programme directed to the Hexatronic Group’s CEO and the management team, other senior executives and other key employees in Sweden and in the form of a long-term incentive programme (Warrant Programme 2024) directed to the group’s (the “Hexatronic Group”) employees outside of Sweden.
The rational is that incentive programmes contribute to higher motivation and commitment among employees and strengthens the bonds between the employees and the Company. Furthermore, it is the Board’s assessment that the incentive programmes will contribute to the opportunities to recruit and retain knowledgeable and experienced employees who hold key positions in the Hexatronic Group and are expected to increase employee interest in the business and earnings development in the Company.
Related documents and links: